Assessment and Evaluation Issues

Welcome to our collection of Web sites related to assessment and evaluation in the workplace. As we progress, the site and an instruction regarding what is available at the site will be placed in the appropriate heading in the Chapter Outlines.

Association for Psychological Type

Learn about a training programs available for giving MBTI test. (This is an example.)

MMPI Resources

Minnesota Multiphasic Personality Inventory-2 (MMPI-2).

Self-Report Correlates of the MMPI-A in a non-clinical sample (Research).

American Polygraph Association.

Information about polygraphs, etc.

How To Sting The Polygraph, with a picture.

An opinion.

Interrogation HINT of the month!

Take this on-line test on performance appraisals.

Subordinate feedback may foster better management: "New feedback systems are leading to better assessments for determining employees' merit pay increases and advancement."

Performance Appraisal
EMPLOYEE JOB PERFORMANCE AND RELATIONS WITH SUPERIOR AS MODERATORS OF THE EFFECT OF APPRAISAL GOAL SETTING ON EMPLOYEE WORK ATTITUDES.  A very brief abstract.

Frame-of-Reference Training and Evaluation

KENTUCKY TEACHER INTERNSHIP PROGRAM (KTIP).  "University faculty who wish to serve on intern committees must complete a one day training session prior to the committee assignment."  This is a good example of frame-of-reference training.  Text author Mark Garrison has participated in this program in  Kentucky.  Can you think of any other way that frame-of-reference training can be put to use?

frame-of-reference training articles
Dr. L. M. Sulsky's vita.  This professor is interested in this topic and has written three articles on it.
 

BARS
DETERMINING NECESSARY WORLD-CLASS SKILLS AND PROFICIENCIES FOR NONCOLLEGE-BOUND STUDENTS.  Read this short abstract to find out how this study utilized BARS.

BARS Application
Says the promoter: "a complete interviewing package that leads the interviewer step-by-step through the interviewing process."  The Evaluation Form includes "Behaviorally anchored rating scales for each dimension or skill area assessed in the interview."

Practice Network and BARS
"Practice Network is dedicated to the discussion of issues of interest or import to the Industrial-Organizational practitioner."  See the section titled "A V-E-R-Y Big Project":  "The critical outcome of Phase 2 is the construction of behaviorally-anchored rating scales containing the work behaviors. The BARS will establish behavioral domains with associated KSAs and proficiency levels from which the assessment blueprint will be developed."

Prepared by Mark Garrison, September, 1997
Modified, February, 1998